Microsoft's process is a recruiter screen, sometimes an online coding test (often Codility, not always required), and a virtual final loop of four to five rounds. The process is currently entirely virtual, conducted on Microsoft Teams. A strong loop can end with an "As Appropriate" (AA) round, a final interview with a senior leader that mostly happens when the earlier rounds went well.
Microsoft teams are decentralized and given heavy autonomy over what they ask. The experience varies more by team than at companies with a standardized process. Rounds mix coding, system design, testing, and behavioral questions. Interviewers care as much about your thought process and collaboration as the final answer. "Growth mindset" is the dominant cultural lens for behavioral assessment, alongside customer obsession, diversity & inclusion, and "One Microsoft" (cross-team collaboration). Testing your own solution is an explicit expectation in coding rounds. An AI-assisted coding round is emerging, currently limited to AI-focused orgs like CoreAI and Copilot.
The interview loop
- Recruiter screen - Phone or video call on background, role interest, and logistics. For senior+ roles, may include an optional hiring-manager informational interview.
- Online coding test (optional) - Timed assessment (often Codility, ~90 min, 2-3 problems) on algorithms and data structures, not always required. Some industry hires skip straight to a technical phone screen.
- Virtual final loop - 4-5 rounds on Microsoft Teams of coding, system design, and behavioral:
- Coding rounds - 3-4 of the interviews include coding. Testing your solution is an explicit expectation; finish by testing before saying "done."
- System design - 1-2 rounds on design questions for mid-level and up.
- Domain / resume deep-dive - Nearly every candidate gets a round going deep on past projects, not just what they built, but why they made specific technical decisions.
- Behavioral - Assessed across all rounds, mapped to growth mindset, customer obsession, diversity & inclusion, and One Microsoft.
- As Appropriate (AA) round - Final interview with a senior leader; an invite is a strong positive signal. If things look strong, the AA interviewer will use part of the session to sell you on the team and role.
What they look for
- Clear problem-solving and communication, not just a correct answer. Interviewers grade the journey
- System architecture reasoning for mid-level and up
- Testing your own code is an explicit pillar. Show you understand how to test before saying "done"
- Growth mindset, customer obsession, and collaboration in behavioral answers
How to prepare
- Think out loud and check assumptions. Interviewers are forgiving of imperfect code but unforgiving of candidates who can't articulate their thinking.
- Have stories about acting on customer feedback ready for the behavioral signal; growth mindset matters as much as customer obsession.
- Test your solution before saying "done." It's an explicit expectation at Microsoft.
- Research the specific team. The process is decentralized and questions vary more than at Google or Meta.
- Treat an AA invite as near-offer, but keep the same rigor.
